City of El Paso
EMPLOYEE HANDBOOK
J a n u a r y 2 0 2 3
INTRODUCTION............................................................................................................. 1
WELCOME ....................................................................................................................... 2
VISION, MISSION, VALUES ......................................................................................... 3
CITY OF EL PASO
Your City Government ............................................................................................... 4
Leadership Strategies ................................................................................................. 4
Management Functions .............................................................................................. 5
Philosophy and Objectives ......................................................................................... 5
Civil Service Commission.......................................................................................... 5
Policies for People...................................................................................................... 6
INTEGRITY AND ETHICS
Code of Integrity ........................................................................................................ 7
DisclosureorUseofCondentialInformation .......................................................... 7
Systems and Data Security ......................................................................................... 8
E-Mail and Internet Access ........................................................................................ 9
Information Requests from News Media ................................................................... 9
Speaking Engagements .............................................................................................. 9
Endorsement Requests ............................................................................................... 9
ConictofInterest...................................................................................................... 9
Outside Employment .................................................................................................. 9
Acceptance of Gifts .................................................................................................. 10
Offering Gifts and Gratuities ................................................................................... 10
Financial and Other Interests ................................................................................... 10
Reporting Fraud or Other Illegal Acts ...................................................................... 10
EMPLOYMENT POLICIES
Equal Employment Opportunity .............................................................................. 12
Sexual Harassment .................................................................................................. 12
Dating and Fraternization ......................................................................................... 13
Employee Associations ............................................................................................ 13
Probationary Period .................................................................................................. 14
Employee Status ....................................................................................................... 14
Solicitation and Distribution .................................................................................... 15
Drug-Free Workplace ............................................................................................... 15
Tobacco-Free Workplace .......................................................................................... 16
Professional Appearance .......................................................................................... 16
Life-Threatening Illnesses ........................................................................................ 16
Attendance and Punctuality...................................................................................... 16
Timekeeping ............................................................................................................. 17
Employment of Relatives ......................................................................................... 17
Inclement Weather .................................................................................................... 17
Employee Conduct ................................................................................................... 18
Personal Property ..................................................................................................... 19
Termination .............................................................................................................. 19
Separation of Employment ....................................................................................... 20
Reference Checks ..................................................................................................... 20
TABLE OF CONTENTS
EMPLOYEE COMMUNICATIONS
Information and Communication ............................................................................. 21
Complaints and Concerns ........................................................................................ 21
Access to Your Personnel File .................................................................................. 22
Exit Interview ........................................................................................................... 22
COMPENSATION AND BENEFITS
Compensation ........................................................................................................... 23
Performance Evaluations ......................................................................................... 23
Pay Day and Deductions .......................................................................................... 23
Deferred Compensation ........................................................................................... 23
Overtime Pay ............................................................................................................ 24
Flex-Time ................................................................................................................. 24
Social Security ......................................................................................................... 25
Unemployment Compensation ................................................................................. 25
Health and Life Coverage ........................................................................................ 25
LEAVE TIME
Holidays ................................................................................................................... 26
Vacation .................................................................................................................... 26
Sick Leave ................................................................................................................ 27
Emergency Leave ..................................................................................................... 28
Military Leave .......................................................................................................... 28
Family and Medical Leave of Absence .................................................................... 28
Leave of Absence ..................................................................................................... 28
Civil Leave ............................................................................................................... 29
GENERAL INFORMATION
Safety and Injuries on the Job .................................................................................. 30
Electronic Devices ................................................................................................... 30
Telephone Calls and Etiquette .................................................................................. 31
Working Hours ......................................................................................................... 31
Personal Information Changes ................................................................................. 31
Personal Mail ........................................................................................................... 32
Violence Prevention ................................................................................................. 32
Social Media............................................................................................................. 32
Security .................................................................................................................... 33
Security Inspections ................................................................................................. 33
IdenticationBadges ................................................................................................ 34
AuthorizedMealBreaks .......................................................................................... 34
Parking ..................................................................................................................... 34
Employee Suggestion Program ................................................................................ 34
IN CLOSING ................................................................................................................... 35
TABLE OF CONTENTS
INTRODUCTION
This handbook sets forth the current general policies and guidelines that
will affect your work life as an employee of The City of El Paso (The City).
Please read it carefully and be sure to ask your immediate supervisor about
any questions you may have.
This handbook is not a substitute for personal integrity and good judgment.
It is intended to be used as a guideline and is informational only. Its pro-
visionsarenotconditionsofemploymentandmaybemodied,revoked,
or changed any time with or without notice. Regardless of your date of
employment,anyadditions,deletionsorchangestothishandbookwillbe
effectiveuponnotication.
Nothing in this manual is intended to create nor is it to be construed to con-
stitute a contract between the City and any of its employees. Employment
withtheCitymaybeterminated any time, with or without cause, by the
City or an employee.
Tokeepupwiththedynamicworldinwhichwecompete,theCityfrom
timetotimemayhavetochangeitswrittenpolicies,proceduresandguide-
lines.Ifyouthinkofwaystomakethishandbookmoreuseful,morecom-
plete or clearer, please let your immediate supervisor know. As always,
your input matters.
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Photo by Destination El Paso
WELCOME
Whether this is your rst day with our City or you have been with us a
numberofyears,wehopeyoureadthishandbookcarefully.Itwillgive
youabetterunderstandingofCityGovernment,howourCityoperates,and
mostimportantly,informationconcerningyour employment andsomeof
thebenetsmadeavailabletoyoubytheCity.
You are part of the City of El Paso team. “Team” may seem a somewhat
overworked concept; but it is one of particular relevance to our City. Here
youwillndagoodmixofindividualperformanceandteamcooperation.
TheCityhasplentyofroomforboth.Ihopethatyoundyourselfinvolved
insomethingthat’snotjustajob,butapersonallyandprofessionallyenjoy-
able part of your life.
Forourcitizens,theCityofElPasoisdedicatedtooutstandingcustomer
serviceforabettercommunity.Todoso,weneedgoodpeoplelikeyou.
Toourish,we muststeadilyimproveourwork as individualsandasan
organization.AttheCity,you’llbeexpectedtocontribute100%ofyour
besteffort.Inyourwork,Ihopeyou’llhaveideasaboutimprovedservice
efcienciesandwaystodecreasecosts.Wewanttohearfromyousince
your insights are as important to us. The City of El Paso cannot have too
many good ideas.
We know that people who enjoy their work and their surroundings do a
better job - for themselves and the City. We are committed to making em-
ployment at the City of El Paso a satisfying and productive experience.
Tommy Gonzalez
City Manager
City of El Paso
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VISION
Developavibrantregionaleconomy,safeandbeautiful
neighborhoodsandexceptionalrecreational,culturalandeducational
opportunities powered by a high performing government.
MISSION
Deliver exceptional services to support a high quality
of life and place for our community.
VALUES
Integrity
Respect
Excellence
Accountability
People
CITY OF EL PASO
YOUR CITY GOVERNMENT
A Mayor and eight District Representatives
governtheCityofElPaso.Theseofcials,
as well as the Judges of the Municipal
Courts,areelected.TheCityManageris
appointed by a majority vote of the Coun-
cil. All other employees are appointed by
the City Manager or by Department Heads.
The City Manager is the Chief Administra-
tiveOfcerandisresponsiblefortheop-
eration of all departments within the City.
The City Council is the lawmaking body
and sets the policy for matters over which
the municipal government has jurisdiction.
City laws must be introduced at a public
hearing and passed at a Council meeting.
Our City operates under a City Charter that
may be revised by the voters. Normally a majority vote of the Council is required to establish rules
orordinances.AmajorityoftheCouncilconstitutesaquorumand,withorwithouttheMayor,
theycantakeofcialaction.TheMayorcanvetoanyOrdinanceorResolution,exceptforanyCity
CouncilactionthatremovestheCityManager,andtheRepresentativescanoverrideavetowitha
three-fourths vote of the entire body.
TheMayorandRepresentativesappointmembersofvariousadvisoryboards,commissionsand
committeestoassistintheoperationofcitygovernment.Themembersoftheseboards,commis-
sions and committees are volunteers and receive no compensation.
LEADERSHIP STRATEGIES
TheCityofElPasoismanagedbyindividualswhoshareasetofphilosophies,whichareembod-
ied in the City of El Paso organizational structure and policies. City management has adopted the
following management strategies:
■ Ourstrategiesarebaseduponthe8StrategicGoalsintheCity’sStrategicPlanasidentied
by City Council. The goals are:
1. CreateanEnvironmentConducivetoStrong,SustainableEconomicDevelopment
2. Set the Standard for a Safe and Secure City
3. Promote the Visual Image of El Paso
4. EnhanceElPaso’sQualityofLifethroughRecreational,CulturalandEducational
Environments
5. Promote Transparent and Consistent Communication Among All Members of the
Community
6. Set the Standard for Sound Governance and Fiscal Management
7. Enhance and Sustain El Paso’s Infrastructure Network
8. NurtureandPromoteaHealthy,SustainableCommunity
■ Asimple,straightforwardorganizationalstructure.
■ Responsible,reasonableadministrativecontrols.
■ Selectionofhighly-performingandhighly-skilledpersonnel.
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■ Assignmentofdedicatedpersonnelformaximumresponsivenesstocustomers.
■ Streamlinedproceduresthatencouragehighperformance,efcientdeliveryofservice,and
minimize unproductive redundant reporting.
MANAGEMENT FUNCTIONS
TheCityofElPasoretainstherighttoexercisecustomarymanagerialfunctions,including,but
not limited to:
1. Select,hire,assign,supervise,correctanddismissemployees.
2. Decideandchangeperformancestandardsandexpectations,andevaluateemployees’
performance.
3. Decide and change starting and ending times and shifts.
4. Transferemployeeswithindepartments,intootherdepartments,and/orotherjob
classications.
5. Decideandchangethesizeandqualicationsoftheworkforce.
6. Decide and change the methods by which operations are carried out.
7. Manage and control the premises and resources.
8. Assign duties to employees according to operational needs and requirements.
9. Establish,changeandabolishpolicies,practices,procedures,rulesandregulations.
PHILOSOPHY AND OBJECTIVES
AttheCityofElPaso,oursuccesshasbeenbuiltbydevelopingandmaintainingaloyal,efcient
groupofemployeeswhogainsatisfactionfromtheirwork,andtowhomhighachievementisa
personalambition.Dedicatedtothehigheststandardsofcustomersatisfaction,youareexpected
to strive daily to maintain the mark of excellence that has become synonymous with the City.
TheCity’semphasisisonpeople,recognizingthatevenwiththenestequipment,materialsand
elaboratesystemsandprocedures,peoplemakethetotaloperationwork,andtheyworktogether
best in an environment where they are respected as individuals and recognized as important mem-
bersoftheteam.ElPaso’sLeanSixSigma(LSS)programhasproducedsignicantcostsavings,
improvedcustomersatisfactionandreducedcitywide.Bytakingacloserlookatcityprocessesand
howtheworkgetsdoneonadailybasis,employeesareaskedtoidentifyothergapsandimprove-
mentpossibilities.ThroughLSSandotherdevelopmentopportunities,ElPasoleadershipencour-
ages all employees to serve as agents of change. Understanding and capitalizing on the belief that
solutions are within reach is transformative in producing meaningful results and enhancing em-
ployee morale. Instituting LSS has given the city the opportunity to innovate by considering how
wecancontinuallyimprovethequalityofservicedeliverytoourresidents,businessesandvisitors.
City of El Paso employees are expected to observe the highest moral and ethical standards.
CIVIL SERVICE COMMISSION
TheCivilServiceCommission,pursuanttotheCityCharter,overseestheoperationoftheCivil
Servicesystemandensuresfairness,economyandefciencyinthepersonnelselectionprocess
andsystemcreatedfortheclassiedemployees.TheCivilServiceCommissionisalsoresponsible
forperformingthedutyofhearinggrievancesofclassiedemployees.TheMayorandtheCity
Council members each appoint a Civil Service Commissioner. Commissioners serve staggered
three-year terms. The Commission typically meets on the second Thursday of each month and
holds special and emergency meetings when necessary. The members of the Commission serve
without compensation.
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POLICIES FOR PEOPLE
Thecritical factorsin job performance are anemployee’s determination,skill andpersonal in-
volvement. Our policies for people focuses on opportunities for maximum personal growth and
areembodiedinspecicCityobjectivesto:
■ Promotefromwithintheorganization,hiringnewpeoplewhenthenecessaryqualications
or skills may not be met from within.
■ Ensurethatallemployment-relateddecisionsarebasedonlyonperformance,conductand
attendancewithoutregardtorace,color,sex,religion,nationalorigin,age,geneticinforma-
tion,disability,veteranstatusoranyotherprotectedstatus.
■ Remainopentosuggestionsandideas,encourageemployeestocomeforwardfreelywith
recommendations,seekpromptsolutionstoproblemsandalwayskeeplinesofcommunica-
tion open.
■ Providepleasantandsafeworkingconditionsandencourageteamwork.
■ Keepemployeesinformedofsignicantdevelopments.
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INTEGRITY & ETHICS
One of the City of El Paso’s most important
assets is the reputation of its employees for
honesty and integrity. Preserving your integ-
rity demands continuous commitment. Each
employee must avoid any activity or relation-
shipthatmightreectunfavorablyontheCity
whether as a result of a possible conict of
interest,theappearance ofsucha conict,the
improper use of “insider information,” or any
other impropriety.
Although no written code can take the place
of personal integrity, the following general
guidelines should serve as minimum standards
of proper conduct. Any violation of existing
ordinances, policies, rules or regulations may
subject the employee involved to disciplinary
action up to and including termination of em-
ploymentand/orpossiblecivilorcriminalpen-
alties.
CODE OF INTEGRITY
Integrity and a high standard of ethics are fundamental to the City of El Paso and must be upheld
by all employees. The City is committed to doing what is right.
Theseprinciplesareaccomplishedindealingswithourcustomers,vendorsandfellowemployees
when we:
■ Conductourselvesinaforthrightandhonestmanner.
■ Arefairandconsiderateinalldealings.
■ Maintainprofessionalbehaviorinallrelationships.
■ Makecommitmentsthatcanbekeptandkeepthem.
■ Exhibitanattitudeofprofessionalismandcommoncourtesy.
■ Respecttherightsanddignityofallindividuals.
■ Obeytheletterandintentofthelaw.
Your individual commitment to this code is required. A series of general guidelines follows. If
youshouldhavequestionsconcerningthepropercourseofactioninanysituation,promptlycon-
sultwithyourimmediatesupervisorand/ormanager.
DISCLOSURE OR USE OF CONFIDENTIAL INFORMATION
InthecourseofyouremploymentattheCityofElPaso,youmayencounterandbetrustedwith
many kinds of condential, non-public information. Described below are specic guidelines
whichrelatetodifferenttypesofcondentialinformationyoumayencounterinyourjob.
Information about the City:CondentialinformationabouttheCityoritsemployeesshouldnot
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be disclosed to non-employees or to employees who have no business-related need for this kind of
informationinthecourseoftheirjobduties.Further,itmustnotbeusedforpersonalgain.
■ Thisrestrictionappliestoalltypesofcondentialinformation,includingemployeeinforma-
tion,marketinginformationandstrategies,tradesecrets,methodsandprocedures,pricingand
costinformation,internalpolicies,computeraccesscodes,andcurrentorprojectedearnings
andnancialstatusthathavenotalreadybeendisclosedinpublicdocuments.
Citizens and Vendors: Every City employee
hasanobligationtoprotectthecondentialna-
tureofrelationshipswithformer,present and
prospective citizens and vendors of the City.
Any condential information about citizens
and vendors that is acquired by employees
must be used solely for authorized City busi-
ness,andthisinformationmaynotberevealed
to any unauthorized person(s) under any cir-
cumstances.
Condential information should be disclosed
only to those employees who need to know it
to serve the interests of the citizens or vendors
and the City. Condential information must
not be discussed in the presence of unautho-
rizedpeople,whethertheyareCityemployeesornot.Ifyouhavequestionsaboutcondential
disclosure,consultyourimmediatesupervisor.
Unnecessarycopyingofalltypesofcondentialdocumentsmustbeavoided.Documentscontain-
ingcondentialinformationshouldnotbeleftinconferencerooms,inphotocopyareas,ondesks
or at work stations where they can be seen by outsiders or unauthorized employees. You should
notleavecondentialinformationdisplayedoncomputerscreenswhennotinuse.Suchinformal
orinadvertentreleaseofcondentialinformationcansubjectanemployee,theCity,orbothto
liability.
■ Unlessotherwiserequiredbythetermsofaspeciccondentialityornon-disclosuredocu-
ment,additionalorextracopiesofcondentialinformationshouldbeshredded-notdiscard-
ed in trash cans.
SYSTEMS AND DATA SECURITY
The City of El Paso has established security policies to protect its computer environments. All
employees granted access to the computers used by the City to conduct its business must be aware
of and comply with these security standards and controls. Do not allow access to your computer or
discloseyouraccesscodeand/orpasswordtoanyone.Logoutandshutdownyourcomputerwhen
leavingyourworkstationforanextendedperiod.Specicquestionsorconcernsmaybedirected
to the City’s System Administrator.
■ Anycondentialinformationavailableoncomputersandindividualpersonalcomputersshall
behandledaccordingtotheguidelinesestablishedinDisclosureorUseofCondentialInfor-
mation.
Most software used in the City’s computer systems is subject to licensing agreements that govern
its use. The use of unlicensed proprietary software and the misuse of licensed software are strictly
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prohibited. Employees must not install or download software without prior approval of the City’s
System Administrator.
E-MAIL AND INTERNET ACCESS
AccesstotheCity’sE-mailsystem,IntranetandtheInternetislimitedtobusinessuseonly,aside
from incidental personal use. All use of the e-mail system and all Internet activity are subject to
inspection,monitoringandloggingtoenforcethispolicy.Anyemployeefoundtobeinviolation
oftheCity’semail,intranet/internetorsocialmediapoliciesissubjecttodisciplinaryaction,in-
cludingterminationofemployment.Examplesofmisuseinclude,butarenotlimitedto:
■ EngaginginanykindofbusinessactivitywhichisnotinsupportoftheCity.
■ Attemptstogainunauthorizedaccesstoanycomputerorcommunicationssystem.
■ PlayingcomputergamesduringworkinghoursandbrowsingtheInternetbeyondincidental
personaluseinviolationoftheCity’semail,intranet/internetorsocialmediapolicies.
■ UtilizationofCity-providedequipmentandservicestoaccess,transmit,receiveorarchiveil-
legalorsexuallyexplicitmaterial,ormaterialwhichpromoteshate,violenceordiscrimination
of any kind.
INFORMATION REQUESTS FROM NEWS MEDIA
If you receive a request from the news media for information (whether written or oral) or for an
interviewrelatingtotheCityoritsbusiness,youshalldirectlyrefertheinquirytotheCity’sPublic
AffairsOfceordesignateddepartmentalPublicInformationOfcer.
SPEAKING ENGAGEMENTS
If you receive a request (whether written or oral) to speak publicly or to write an article on a sub-
jectrelatedinanywaytotheCityoritsoperation,youmustpromptlyinformandreceiveapproval
fromyourDepartmentHead,priortoacceptingtheengagement.
ENDORSEMENT REQUESTS
Ifyoureceivearequesttopubliclyendorseorrecommendaproduct,consultant,orvendor,you
mustcontactyourDepartmentHeadforspecicguidancebeforemakingtheendorsementorrec-
ommendation.
CONFLICT OF INTEREST
Each employee owes a duty of loyalty to the City of El Paso. Every employee has the obligation
toactintheCity’sbestinterests,tomaintainthecondenceofallCityproprietaryinformation
andtorefrainfromplacinghimselforherselfinapositionthatcouldproduceaconictbetween
self-interest and the interest of the City.
You have a duty to act in good faith at all times. You must not use your position for private or
personaladvantageorforgainbeyondyourcompensationandotherbenetsprovidedbytheCity.
Specic examples of situations likely to result in such conictsare discussed in thefollowing
sections.
OUTSIDE EMPLOYMENT
As a full-time employee, you may not engage in any type of outside employment, including
self-employmentandconsulting,iftheemploymentorconsulting:
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■ MayembarrassordiscredittheCity.
■ Mayaffectyourimpartiality,objectivityorefciencyinperformingyourduties.
■ Involvestheuse,possibleuseordisclosureofproprietaryorcondentialinformationof,or
heldby,theCity.
■ Involves,inanyway,avendoroftheCity.
■ Isconductedduring,orconictswith,yourscheduledworktimes.
■ InvolvestheunauthorizeduseofCityequipment,supplies,softwareorotherresources.
Beforeengaginginanyregularoutsideemployment,youmustsubmitawrittenrequesttoyour
DepartmentHeadandbenotiedinwritingthatithasbeenapprovedbyyourDepartmentHead.
Your request must be submitted on the prescribed form and contain a complete description of your
proposed outside employment.
ACCEPTANCE OF GIFTS
InaccordancewiththeCity’sEthicsOrdinance,Cityemployeesand/ormembersoftheirimme-
diatefamilymaynotsolicitoracceptanybusiness-relatedgift,service,payment,favor,entertain-
mentorotherthingofvaluefromanyone,eitherinsideoroutsidetheCity.
OFFERING GIFTS AND
GRATUITIES
In accordance with the City’s Ethics Ordi-
nance,Cityemployeesmaynotoffergifts
or gratuities which could be construed
asinuencingorrewarding animproper
course of action. This prohibits gifts or
gratuities to an employee or representa-
tiveofanycustomer,vendor,themedia,
or any other organization doing business
with the City.
FINANCIAL AND OTHER
INTERESTS
Cityemployeesand/ormembersoftheir
immediate family may not have any di-
rect or indirect interest in or relationship
withanyorganizationthatis,orislikely
tobecome,avendorofgoodsorservices
to City of El Paso without prior writ-
ten disclosure of the interest to the City
Clerk.Thepurposeofthedisclosureistodeterminewhetheranyconictofinterestmayexist.If
youhaveanyquestionsregardingyourconductunderparticularcircumstances,youshoulddiscuss
the conduct with the City Clerk before proceeding.
REPORTING FRAUD OR OTHER ILLEGAL ACTS
AnyCityemployeewhohasreasontobelievethattheremayhavebeenaninstanceoffraud,or
otherillegalactinconnectionwithaCityprogram,functionoractivity,shallreportitimmediately
10
totheirsupervisororDepartmentHead,theChiefInternalAuditor,theEthicsHotline,ortheCity
Manager’sOfce,assoonaspossible.
Reportswillbeinvestigatedasexpeditiouslyaspossible.Whereaninvestigationconrmsthat
fraudoranotherillegalacthasoccurred,appropriate corrective action willbetaken.Fraudor
other illegal acts will result in disciplinary action up to and including termination of employment.
Employees who report incidents of fraud or illegality or who assist in an investigation shall be
protectedfromretaliationofanysort.However,anyemployeewhoassistsinaninvestigationbut
who is found to have participated in the illegal act or fraud being investigated remains subject to
appropriatedisciplinaryaction.Inaddition,ifitisdeterminedthatareportwasnotmadeingood
faith,orthatanemployeeintentionallyprovidedfalseinformationregardinganallegation,disci-
plinary action up to and including termination of employment may occur.
Anyemployeewhobelievesthathe/shehasexperiencedretaliationformakingareportorassist-
inginaninvestigationshallreportthisassoonaspossibletotheappropriatesupervisor,manager,
Department Head or the Human Resources Director.
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EMPLOYMENT POLICIES
ThissectioncontainsgeneralinformationconcerningCityofElPasopolicies,aswellasmatters
that relate to you in your day-to-day work.
EQUAL EMPLOYMENT OPPORTUNITY
TheCityofElPasorealizesthatequalemploymentopportunitybenetstheCityanditsemployees
through the full utilization of all human resources.
TheCityhasandwillcontinuetoprovideequalemploymentopportunitytoallqualiedpersons
andreafrmsitscommitmentthatthereshallbenodiscriminationagainst,orharassmentof,ap-
plicantsoremployeesbecauseofrace,gender,genderidentity,sexualorientation,maritalstatus,
color,religion,ethnicbackgroundornationalorigin,age,geneticinformation,disability,veteran
statusoranyotherprotectedstatus.TheCitywillcontinuetorecruit,hire,promote,transfer,take
correctiveactionandmakeallpersonneldecisions,includingthoserelatedtocompensationand
benets,non-discriminatelyandinaccordancewithapplicablelaws.Further,theCitywillmake
reasonable accommodations for applicants
and employees with known disabilities
who can perform the essential job functions
with or without such accommodations.
The City requires all employees to bring to
the City’s attention any information regard-
ing any incident of possible discrimination
or harassment so that the matter can be
investigated and appropriate action taken.
Any employee who violates the City’s Sex-
ual Harassment, Equal Employment Op-
portunity, or Non-Discrimination policies
will be subject to disciplinary action up to
and including termination of employment.
SEXUAL HARASSMENT
Sexual harassment jeopardizes a productive work environment. Sexual harassment is a form of
misconduct that demeans another person and undermines the employment relationship between
the City and its employees. Sexual harassment is unwelcome sexual attention directed to another
personthataffectsthepersonandinterfereswithhis/herabilitytodothejob.
The City prohibits any employee from engaging in any type of harassing conduct and is committed
to taking all steps necessary to maintain a productive work environment free of harassment and
intimidationofanytype.TheCityexplicitlyprohibitsanysexualharassment,includingbutnot
limited to:
■ Makingunwelcomesexualadvancesorpropositions,unnecessarycontact/touching,graphic
orverbalcommentariesaboutanindividual’sbody,sexuallydegradingwordsusedto
describe anindividual,displayintheworkplaceofsexuallysuggestiveobjectsorpictures,
sexuallyexplicitoroffensivejokes,orphysicalassault.
No supervisor, manager or other employee shall threaten or insinuate, either explicitly or im-
12
plicitly,thatanotheremployee’sorapplicant’ssubmissionto
or rejection of unwelcome sexual advances will adversely
orpositivelyaffectthatperson’s employment, workstatus,
evaluation,earnings,advancement,oranyotherconditionof
employment.
Complaint Procedure:Ifyouexperience,witnessorsuspect
harassmentofanytype,whetherbyasupervisor,manager,
employeeoranyotherperson,youmustimmediatelyreport
thistoyourimmediatesupervisororhis/hermanager,oryour
Department Head or the Human Resources Director. Com-
plaintswillbeinvestigatedimmediatelyandcondentially.
No retaliation will be made against any person for making
a complaint in good faith. Where incidents of harassment
canbeconrmedfollowinginvestigation,theCitywilltake
appropriate corrective action pursuant to the City’s Sexual
Harassment Prevention Policy. Any employee found to have
engaged in sexual harassment will be personally responsible
for any and all claims arising from such action.
DATING AND FRATERNIZATION
TheCitywillstrivetomaintainaworkenvironmentthatisfreefromintimate,romanticordating
relationships between supervisors and their subordinates or between employees involved in any
other power-differentiated relationship. Power-differentiated relationships can lead to sexual ha-
rassment(ortheappearanceofharassment)andadverselyaffectemployeemorale,operations,and
productivitybecauseoffavoritism,bias,orunfairtreatment(ortheappearanceoffavoritism,bias,
or unfair treatment).
■ A“power-differentiatedrelationship”isanysupervisor-subordinateworkrelationshiporother
work relationship in which one employee supervises or manages (directly or indirectly) another
 employeeormakesdecisionsconcerninganotheremployee’sterms,conditionsorprivileges
of employment. The City does not otherwise discourage friendship or social activities among
its employees.
Inordertoeffectuatethepurposesexpressedabove,ifanintimate,romantic,ordatingrelationship
developsbetweenasupervisorandasubordinate,thesupervisorinvolvedintherelationshipmust
promptly report it to the Human Resources Director.
Onceapower-differentiatedrelationshipisreported,theCitymayattempttomodifytheworkre-
lationship,throughtransferwithintheCityorbyanyotheravailableoptions.Theemployeesalso
havetheoptiontoeitherterminatetheirrelationshiportocontinueit,atwhichpointoneofthe
employees will be required to resign or be subject to termination.
EMPLOYEE ASSOCIATIONS
City employees may belong to employee associations. The uniformed Fire and Police have em-
ployeeassociationswithcollectivebargainingrights.Pursuanttostatelaw,otherCityemployee
associations do not have collective bargaining rights.
13
PROBATIONARY PERIOD
Therstsixmonthsofemploymentareconsideredaprobationaryperiodunlessotherwisedeter-
minedbyaCollectiveBargainingAgreement.Duringthis“getacquainted”time,yourdemon-
stratedabilitytodothejobforwhichyouwerehired,conduct,andabilitytoworkwithothersare
evaluated by your supervisor with particular care. Your supervisor will complete a probationary
evaluation at the end of this period.
■ Youwillbegrantedregularstatusifyousatisfactorilycompletetheprobationaryperiod,as
evaluated by your supervisor.
■ Adecisiontoterminatetheemploymentrelationshipduetoanunsatisfactoryprobationary
evaluation is not subject to the appeal process found in the Civil Service Rules and Regula-
tions.
EMPLOYEE STATUS
Your employment status depends on the number of hours you are normally scheduled to work each
weekandtheexpecteddurationofyouremployment.Theemployeebenetsyoureceivewillvary
according to your status as outlined below.
Classified or Unclassified Regular Full-Time:
Ifyouareemployedonaregularfulltimebasis(30hoursormoreperweek),youareeligibleto
participateinalloftheCity’sbenetprograms,suchas,vacationleave,insuranceplansandhol-
iday pay.
Classified or Unclassified Regular Part-Time:
Ifyouareemployedonaregularparttimebasis,i.e.,youworkmorethan20butlessthan30hours
in a workweek. If you are a part- time employee who is regularly scheduled to work a minimum
of twenty (20) hours per you will accrue sick leave at a pro-rated amount of full-time entitlement
based on the number of hours that you are scheduled to work. Holiday pay for part-time employ-
ees who work an average of 20 or more hours per week shall be paid holiday pay of a prorated
amountofhoursbasedontheaveragenumberofpaidhours,excludingovertime,inthetwopay
periods immediately preceding the holiday pay period.
Temporary Full-Time:
Typicallyifyouareemployedunderprovisionaland/ortemporaryappointmentsandyouarenot
aclassiedemployeeatthetimeofsuchappointmentyouareexemptfromCivilServiceandare
noteligibletoparticipateinanyoftheCity’sbenetprograms.Youarenoteligibletoparticipate
inanyoftheCity’sbenetprograms.
Temporary Part-Time:
Ifyouareemployedonaparttimebasisforaspeciclimitedperiodoftime,youaretypicallynot
eligibletoparticipateinanyoftheCity’sbenetprograms.
AlljobsattheCityofElPasoareclassiedaseither“exempt”or“non-exempt.”Theplacementof
jobsintooneofthesecategoriesisdeterminedbythetestspeciedbyfederalwageandhourlaws.
Jobs which are exempt are not subject to the overtime provisions of the law. Non-exempt employ-
ees are entitled to the overtime provisions of federal and state laws governing compensation.
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SOLICITATION AND DISTRIBUTION
We want every City employee to work in an environment
free from unnecessary and inappropriate distractions. To-
wardthatend,whileyouandyourco-workersareinwork
areas during working hours, we request that you avoid
actions which may distract others. While either you or
othersareworking,youareprohibitedfromsellingmer-
chandise,requestingnancialcontributions,eventpartici-
pation,distributinganypamphletsorliteraturenotrelated
toyourjob,oranyothertypeofsolicitationordistribution
not related to your job. This includes the unauthorized
posting of bulletins, notices or advertisements on City
bulletinboards,oronanyotherCitymeansofcommuni-
cation,includingitse-mail,intranetandinternetsystems.
Individuals who are not employed by the City are prohib-
ited from distributing material or soliciting City employ-
ees on City grounds at any time. Please notify your immediate supervisor or any manager if you
aresolicitedorsubjectedtoprohibiteddistributionofliterature,whetherinperson,throughthe
City’s mail system or by e-mail.
TheCityManagerordesigneemayauthorizenot-for-protfundraisingactivitieswhichmeetthe
criteriaandintentoftheFundraisingandSolicitationPolicyandmayallowminimalCitytimeand/
or City communication resources to work on City-sponsored fundraising activities.
DRUG-FREE WORKPLACE
You are expected and required to report to work on time and to be mentally and physically ready
forwork.Ourintentistomaintainadrug-free,healthful,safeandsecureworkenvironment.
Ifyouaretakingadrugorothermedication,whetherornotprescribedbyaphysician,whichis
knownorpublicizedaspossiblyimpairingjudgment,coordination,orothersensesimportantto
thesafeandproductiveperformanceofwork,youmustnotifyyourimmediatesupervisorpriorto
starting work. Management will determine whether you can work and may impose any necessary
work restrictions.
Theunlawfulmanufacture,distribution,dispensation,possessionoruseofacontrolled,prohibited
or illegal substance on City premises or while conducting City business off premises is absolutely
prohibited. Violations of the City’s Drug-Free Workplace Policy will result in disciplinary action
uptoandincludingterminationofemployment,andmayhavelegalconsequences.
CityofElPasorecognizesalcoholanddrugabuseasapotentialhealth,safetyandsecurityprob-
lem.Ifyouneedhelpindealingwithsuchproblems,youareencouragedtoseekhelpunderthe
Employee Assistance Program (EAP). Conscientious efforts to seek help for an alcohol or sub-
stanceabuseproblemwillnotjeopardizeyourjobandwillnotbenotedinyourpersonnelrecords,
provided the efforts are done in conformity with City policies to include the City’s Drug Free
Workplace Policy.
When there is evidence to reasonably suspect that an employee has reported to work or is working
impairedduetoalcoholordrugs,theemployeewillbeaskedtosubmittoalcoholanddrugtesting.
15
Any employee involved in either a job-related accident or incident involving the apparent violation
ofasafetyruleorstandard,whichdidorcouldhaveresultedinseriousinjuryorpropertydamage,
may be asked to submit to alcohol and drug testing.
Youmust,asaconditionofemployment,abidebythetermsoftheCity’sDrug-FreeWorkplace
Policy,whichmayrequiresubmittingtodrugandalcoholtesting.Failuretosubmittoarequired
drug test is grounds for automatic termination. You must report any conviction under a criminal
drug statute for violations occurring on or off City premises. A report of a conviction must be
madetotheHumanResourcesDirectorwithinvedaysaftertheconviction.Formoredetailed
information,consultyourimmediatesupervisorortheCity’sHumanResourcesDepartment.
TOBACCO-FREE WORKPLACE
In the interest of providing a healthy, comfortable working environment, smoking and the use
ofalltobaccoproducts,aswellastheuseofelectroniccigarettes,isprohibitedasdenedinthe
TobaccoFreeWorkPlacePolicy,inCitybuildings,entrywaysandCityvehicles.Youarerespon-
sible for notifying your visitors of this policy. Employees may not leave their assigned areas to
smoke or use tobacco products except at approved breaks or mealtimes.
PROFESSIONAL APPEARANCE
It is required that you dress in a manner appropriate for your work environment. Dressing pro-
fessionallyandbeingcleanandwell-groomedsignals self-pride, the respectyouhaveforyour
co-workers,andreectsfavorablyupontheCitytoourcitizensandvisitors.
If you have any questions about the Professional Appearance Standards Policy and rules that apply
toyou,consultyourimmediatesupervisor.
■ Clothingorotherpersonalappearanceitemsmayalsoaffectyourjobsafety.Dependingupon
thenatureandlocationofyourwork,youmayberequiredtowearspecialprotectiveclothing
and equipment to assure your safety.
Employees who report for work in attire considered to be inappropriate or unsafe will be sent home
until the appearance issue is corrected. Repeated violations of the Professional Appearance Stan-
dards Policy and rules will be addressed according to the City’s Discipline Policy.
LIFE-THREATENING ILLNESSES
TheCityofElPasorecognizesthatemployeeswithlife-threateningillnesses,suchascancer,heart
diseaseandHIV/AIDS,maywishtocontinuetheirnormalpursuits,includingwork,totheextent
thattheirconditionallows.TheCitywillmakereasonableaccommodations,inaccordancewith
alllawsandlegalrequirements,toallowqualiedemployeeswithlife-threateningillnessestoper-
form the essential functions of their jobs. Medical information on individual employees is treated
withthestrictestofcondenceandinaccordancewithprivacyandcondentialitylaws.TheCity
will take every reasonable precaution to protect such information from inappropriate disclosure.
ATTENDANCE AND PUNCTUALITY
It is important that you be at work on time every day and that you work the hours scheduled for
yourposition.Absenteeismandtardinessreducetheefciencyofouroperations.Moreimpor-
tantly,they placea hardship onyour co-workers whoreport to workregularly and punctually.
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Thus,bothabsenteeismandtardinessmustbekepttoanabsoluteminimum.
■ Attendanceandpunctualityareconditionsofemployment.Unsatisfactory attendance and
tardiness will result in disciplinary action up to and including termination of employment.
We recognize that occasionally you may not
be able to report to work on time or at all. It
is your responsibility to notify your supervi-
sor or department designee before your usual
starting time as determined by your depart-
ment.
Corrective action may be taken if you:
■ Failtotimelynotifyyoursupervisoras
requiredbyCityand/orDepartment
policy.
■ Areexcessivelyabsent.
■ Donothaveanacceptableexcusefor
being late or absent.
■ ViolatetheCity’sordepartmental
absence control or sick leave policies.
The City may require you to provide a physician’s statement documenting your absence relating
toillnessorinjurywhichlaststhree(3)ormoreconsecutiveworkdaysand/orincaseswhichyour
attendancehasbecomeunsatisfactory,orpursuanttoaDepartment-specicpolicy.
TIMEKEEPING
Each full-time or part-time non-exempt employee is responsible for the accurate daily recording of
theirtimeworked,usingtheCity’stimekeepingsystem.
Strict adherence to the procedures established for your work group is required. Failure to properly
comply with the timekeeping procedures will result in disciplinary action up to and including ter-
mination of employment.
EMPLOYMENT OF RELATIVES
Selection,assignmentandappraisalofeveryemployeeshouldbeasobjectiveaspossible.Where
relativesareinvolved,itisdifculttoappearobjective,evenunderthemostdesirablesituations.
Therefore, the City will only hire relatives of current employees if the newemployee and the
currentemployeearenotinamanager-subordinaterelationship.TheCitywillnothire,promote
or transfer a relative into a manager-subordinate relationship under any circumstances. For the
purposesofthispolicy,“relative”meansspouse,parent,child,grandparent,siblingorin-law.De-
partment Heads may not have any relatives in their departments.
RelativesofactiveemployeesconsideredforemploymentwiththeCitymustmeetalljobquali-
cations,andadditionally,suchhiringrequiresthepriorapprovaloftheHumanResourcesDirector
andtheCityManager’sOfce.
17
INCLEMENT WEATHER
City policy is to remain open despite weath-
er conditions to meet its commitments to its
citizens.Essential personnelasdenedin
the department’s call-in procedures must
report to work. We are equally concerned
for your safety. You must exercise your own
judgmentaboutpersonalsafety.Besureto
follow the call-in procedure established by
your department
Employees must stay tuned to the informa-
tional bulletins issued by the City. Whenev-
er non-exempt employees are absent from
orlateforworkorleaveearlybecauseofinclementweather,theymustchargesuchtimeaway
from work to accrued vacation or leave without pay unless it has been otherwise approved by the
CityManager.Ifsufcientvacationleaveisnotavailabletocovertheabsence,latearrivalorearly
departure,leavewithoutpaywillbechargedautomatically.
EMPLOYEE CONDUCT
All successful organizations have certain rules which employees must follow. You are expected
tobecomeacquaintedwiththeperformancecriteriaforyourparticularjobandwithallrules,pro-
ceduresandstandardsofconductestablishedbyyourdepartmentandbytheCity,assummarized
inthishandbook.Further,yourconductawayfromworkmustnotadverselyaffecttheCity,its
reputation,operationalsuccess,orrelationshipwithitsemployees,customersorcitizens.
Ifyoudonotfullltheresponsibilitiessetoutbysuchperformancestandards,rules,procedures
andstandardsofconduct,youmaybesubjecttodisciplinaryaction,theseverityofwhichwillde-
pend upon the circumstances. Disciplinary action will be taken when an investigation of the facts
shows that the conduct warrants such a result.
People work together best in an atmosphere where they are valued as individuals and recognized as
key members of a team. It is important that each member of our team understand what is expected.
Itisimpossibletowritepoliciesandprocedurescoveringeverysituation.Besureyouunderstand
whatisexpectedofyou,andwhatyoucanexpectfromtheCity.Ifyouhaveanyquestion,discuss
it with your immediate supervisor. Understanding is the key to teamwork.
The following are some examples of employee conduct that are not permitted and that may result
in disciplinary action up to and including termination of employment:
■ Conductthatyouhavebeeninformedisunacceptable.
■ Failuretomeetormaintainworkperformancestandards.
■ Violationoflawwhenatworkonthepremises,oroffthepremiseswhenengagedinawork
assignment.
■ Falsicationoftimerecords,personnelrecordsorotherCityrecords.
■ SmokinginCityproperty.
■ Gambling,participatinginlotteriesoranyothergamesofchanceonCitypremisesatanytime.
■ ViolationoftheCity’sDrug-FreeWorkplacePolicy.
■ Soliciting,collectingmoneyorcirculatingpetitionsonCitypremisesotherthanaspermitted
by the rules and regulations of the City.
18
■ Unlawfulpossessionofrearms,explosivesorotherlethalweaponsonCitypremisesorin
City vehicles.
■ AbuseorwasteofCityresources,tools,equipment,xtures,property,suppliesorgoods.
■ Creatingorcontributingtohazardous,unhealthyorunsanitaryconditions.
■ Violationsofsafetyrulesoracceptablesafetypractices.
■ Failuretocooperatewithasupervisororco-worker,impairmentoffunctionofaworkunitor
disruptive conduct.
■ Disorderlyconduct,harassmentofotheremployees(includingsexualharassment)oruseof
abusivelanguagewhileonthejoband/oronCitypremises.
■ Fighting,encouragingaght,orthreatening,attemptingorcausinginjurytoanotherperson
on or off City premises when engaged in a work assignment.
■ Sleepingonthejob.
■ Dishonestyortheunauthorizedpossession,removaloruseofCityoranotheremployee’s
property,includingrecordsandcondentialinformation.
■ Destroying,defacingortamperingwithCitypropertyorrecordsorthepropertyofan
employee or citizen.
■ Refusaltofollowinstructionsortoperformdesignatedworkorrefusaltofollowestablished
rules and regulations.
■ UnauthorizedaudioorvideorecordingonCitypremises,inCityvehicles,orduringoff-
premises work-related activities.
■ Repeatedtardinessorabsence,absencewithoutpriornoticationtothesupervisororwithout
satisfactoryreason,orunavailabilityforwork.
■ ViolationofCityordinances,policiesorrules.
This list is not all inclusive.
It is our practice to ensure that violations of policies or principles of acceptable employee conduct
are appropriately addressed with consistent disciplinary action. The following types of corrective
or disciplinary action may be taken:
■ Verbalcounseling
■ Formalcounseling
■ Suspension
■ Demotion
■ Termination
PERSONAL PROPERTY
City of El Paso accepts no responsibility for theft
of or damage to personal property of employees on
City premises. It is recommended that employees
notbringvaluablesontoCitypremises,andnever
leave handbags, wallets, or other valuables unat-
tended or unsecured.
TERMINATION
The termination of any employee is considered to
be a very serious situation that requires a carefully
conductedpriorreview.Accordingly,nosupervi-
sor or Department Head is authorized to cause the
discharge of any employee without prior review
19
and approval by the City’s Human Resources Department. This review and approval will involve
amemberofthemanagementteam,mosttypicallythesupervisor’smanager,andarepresentative
of the Human Resources Department.
An employee who is discharged because of a violation of City policy will not be permitted to re-
turntohisdepartmentorworkarea,ortoanyotherdepartmentorworkarea,otherthantheHuman
ResourcesDepartment,withouttheconsentofanauthorizedCityrepresentative.
The formal appeal procedure established by the City Charter and set forth in the Civil Service
Rulesisavailabletoanyregularclassiedemployeewhodisagreeswiththedecisiontoterminate
the employee.
SEPARATION OF EMPLOYMENT
Notice of Resignation:Intheinterestofmaintainingproperstafnglevels,youarerequiredto
give your immediate supervisor a minimum of two weeks’ prior written notice of resignation.
Clearance Procedures: Whenterminatingyouremployment,whethertheterminationisbyvol-
untaryorinvoluntaryresignation,youmustcompletetheCity’sclearanceformbeforereceiving
yournalpaycheck.Theseproceduresaretoverifythatallobligationshavebeenmet.
Release of Final Paychecks:Yournalpaycheckforhoursworked,willbereleasedtoyouno
laterthanthenextregularlyscheduledpayday,providedallclearanceprocedureshavebeencom-
pleted.
Job Abandonment: You will be considered to have abandoned your position when you have been
absent for three consecutive work days without prior notice to or approval of your immediate su-
pervisorand/orhavefailedtocommunicatethereasonforyourabsenceinwritingorbytelephone
toyourimmediatesupervisorduringthisabsence.Department-specicrulesandpoliciesmaybe
establishedthataremorestringent,basedonthenatureofthedepartment’soperationsandneeds.
REFERENCE CHECKS
The City of El Paso does not provide and no manager or supervisor is authorized to provide em-
ployment-relatedlettersofrecommendationonCityletterhead.However,withareleasefromthe
employee,theCitywillrespondtoallemploymentreferencecheckinquiriesfromotheremploy-
ers. The Human Resources department alone is authorized to provide reference information on
current and former employees.
Responsestotheseinquirieswillusuallybelimitedtorstdayofwork,lastdayofwork,jobtitle
andsalary,aspertheCity’sNeutralReferencePolicy.
20
EMPLOYEE COMMUNICATIONS
Thissection containsspecicinformationaboutourinternalcommunicationprocessandabout
waystohandlespecicconcernsthatmayariseregardingyouremployment.
INFORMATION AND COMMUNICATION
Your supervisor is your best source for on-
the-spot information about the City of El
Paso. Through him or her you will receive
various announcements and communica-
tions beyond the daily employee-supervisor
interaction.
From time to time, you will receive more
formal communication from the City. Usu-
ally,this will deal with operations and an-
nouncements of interest to you. Electron-
ic bulletin boards are another way the City
communicates with you; check them regu-
larly.
Apartfromvariousformalcommunications,therearemanytypesofinformalcommunications.
Thesearegenerallywordofmouthtypesofcommunications,oftenaboutthejob,workingcon-
ditions,policies,etc.Topreventinformationfromgettingdistorted,weinviteopendiscussionof
matters which affect you and your job at the City. The City encourages employees to deal directly
with their supervisors regarding all conditions of their work.
Anytimethatyouhaveaquestionregardingyourjob,yourhours,yourpay,yourworkingcondi-
tions,etc.,youshouldrstgotoyourimmediatesupervisorandtalkitover.If,forsomereason,
youarenotsatisedwiththeoutcomeoftheseinformaldiscussions,youcanusethecomplaint
procedure outlined below to get the matter resolved.
Ifthematterispersonal,youneednotdiscussitwithyourimmediatesupervisor.Youmaybring
it to the attention of your Department Head or Human Resources.
COMPLAINTS AND CONCERNS
People work together best in an atmosphere where they are valued as individuals and recognized
as key members of a team. This kind of respect encourages individuals to achieve their highest
levelofpersonalperformanceandtondarewardingdegreeofpersonalprideintheexpression
of their own abilities. The City’s aim is to create and constantly enhance such an environment.
Certain standards of conduct must be maintained to ensure that each employee is treated fairly
andconsistently.Accordingly,policies,proceduresandrulesareadministeredandexpectedtobe
followed uniformly.
However,wealsorealizethatinourCity,asinanyorganization,complaintswillarise.Whenthis
occurs,theproblemcanbestberesolvedifitisdiscussedwithyourimmediatesupervisorassoon
aspossible.Foracomplainttobetimely,thisdiscussionmustoccurwithinveworkingdays
of the incident causing the complaint. Usually this informal discussion can resolve the issue. A
21
supervisorwillnotbecriticizedforhavingacomplaintledinhisworkgroup,butisaccountable
for an honest effort to resolve the issue.
Ifyoursupervisoristhesubjectofthecomplaint,youmayaddressthecomplainttothenextlevel
ofmanagement.Insuchacase,andwhereacomplaintisnotresolvedinformally,allresponses
under the formal complaint procedure will be made by a manager one level up from that indicated.
Occasionallysomeissuesarisewhichcannotberesolvedinformally.Whenthisoccurs,aformal
complaint procedure as well as a grievance form is available to you through Human Resources.
These processes will be handled pursuant to City policies and rules addressing formal complaint
procedures.
ACCESS TO YOUR PERSONNEL FILE
TheCityofElPasomaintainspersonnellesandrecordsforeveryCityemployee.Theseles
containdocumentationregardingvariousaspectsofyourtenurewiththeCity,suchasperformance
evaluations,correctiveactionnotices,lettersofcommendation,etc.TheCityofElPasomaintains
medicalinformationinaseparatecondentialmedicalle.
YoumayinspectyourownpersonnelleandmedicallebycontactingthePayrollandRecords
Section of the Human Resources Department and arranging a mutually convenient time to do so.
TheselesmustbereviewedintheofceandinthepresenceofarepresentativeofHumanRe-
sources.
Youmayrequestacopyofanydocumentinyourownpersonnelle.Suchcopieswillbemadeby
a representative of Human Resources for a fee. You may also submit information for inclusion in
yourle,suchasaresponsetoaperformanceevaluationornewcredentialsearned.
The City will make every effort to respect and protect your privacy. It will not voluntarily disclose
or disseminate personnel or medical records, salary, benets, or terms of employment without
yourpriorpermission,subjecttoanyapplicablelaws,includingtheTexasPublicInformationAct.
However,supervisorsmaybeallowedtoreviewpartsofemployees’lesonaneed-to-knowbasis.
Regulatoryagencyrepresentatives,inthecourseoftheirbusiness,maybepermittedaccesstoper-
sonnelles.Further,emergencyormedicalpersonnelmaybepermittedtoreviewmedicalrecords
during an emergency medical situation.
EXIT INTERVIEW
Asageneralpractice,ifyouleavetheemploymentoftheCity,youwillberequestedtoparticipate
in an exit interview process. Information obtained through this process will assist in identifying
areas where the City is doing things right and also provide input on areas where the City may want
to consider improvements. The exit interview may also be used for such matters as your return of
badges,keys,etc.
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COMPENSATION AND BENEFITS
Thissectionpresentsgeneralinformationaboutpaypoliciesandbenets.Asapplicable,thecom-
pletetermsandconditionsofemployeebenetsarecontainedinthedocumentsinyourbenets
packageandintheCityofElPasoHumanResourcesDepartmentwebsite.Yourbenetsunder
these plans will be determined according to those plan documents. You should review the bene-
tspackageprovidedtoyouassoonaspossibleinordertounderstandyourchoicesandtoavoid
missing an enrollment deadline and unnecessarily delaying desired participation.
City of El Pasoreserves theright to change or discontinue these plans any time. As benets
change,updateswillbeprovidedtoyouontheCity’swebsite.
QuestionsaboutaparticularbenetorsituationnotaddressedhereinshouldbedirectedtoHuman
Resources.
COMPENSATION
The City of El Paso compensation program is designed to:
■ Attractandretainqualiedemployees,andencouragetheirgrowthanddevelopment.
■ Ensurethatyouarefairlycompensatedfortheworkthatyoudo.
PERFORMANCE EVALUATIONS
Performance evaluations will be prepared on probationary employees prior to granting regular
status and on employees being considered for transfer to another department. All other types of
performance evaluations will be prepared pursuant to City policy.
PAY DAY AND DEDUCTIONS
You will be paid bi-weekly through direct deposit.
Bi-weeklypaydatesareeveryotherFridaythrough-
out the year. In the event these dates fall on a City
holiday,theCitycustomarilymakespayrolldeposits
on the day preceding the holiday. The net amount
you receive in your payroll deposit is not the full
amount of money you earn. An earnings statement
showing your total gross earnings, deductions, and
the year-to-date dollar amounts and leave balances
will be provided to you through self-service software
system (PeopleSoft) each pay period. It is your re-
sponsibility to check the earnings statements for any
errors.
DEFERRED COMPENSATION
Thisisa100%voluntaryemployeesupportedpen-
sion type plan. You are permitted to authorize a por-
tionofyourearningstobewithheld,uptothelimits
set by the Internal Revenue Service, invested and
returned to you at a later date. Neither the deferred
23
amount,norearningsontheinvestmentsaresubjecttocurrentfederalincometaxes.Taxesbe-
come payable when the deferred income plus any earnings are distributed to you.
OVERTIME PAY
The workweek is Sunday through Saturday, and
the standard workweek is set at 40 hours. When
overtime is required and worked, overtime pay is
as follows:
Non-exempt employees working overtime will be
paid at one and one-half the base hourly rate for
time worked in excess of 40 hours in any work-
week,inaccordancewiththeFairLaborStandards
Act. Holidays, sick days and vacation days will
not be considered as time worked for purposes of
calculating overtime pay unless provided for in an
approvedCollectiveBargainingAgreement.Ifyou
are uncertain about whether you are non-exempt or exempt (according to the Department of Labor
guidelinesbasedontheFairLaborStandardsAct),contactyourpayrollclerkorHumanResources.
Working overtime must be authorized in advance. Failure to obtain such authorization may result
indisciplinaryactionand/orterminationofemployment.
Your ability to work overtime is a part of every employee’s job requirement when requested or
required. The City expects that employees will make every effort to work overtime when request-
ed to do so. Refusal or repeated inability to work overtime may be grounds for termination of
employment.
FLEX-TIME
Flex-time is a tool used to allow employees to work hours that are not within the standard work
schedule. There are times when a department’s operational needs require employees to either
comeinearlierthantheirnormalreportingtime,ortostaylaterthantheirnormalendofshifttime.
The adjustment of an employee’s work schedule must be approved in advance by the immediate
supervisor prior to the employee working the adjusted schedule. It is the responsibility of the
immediatesupervisortoverifyandensureperformanceofemployeeswhoaregrantedex-time.
Goodrelationshipsamongeveryoneinvolvedareimportantforasuccessfulex-timepolicy.Trust
isabigfactor;supervisorsmustfeelcondentthatemployeeswillnotabusethebenetsthatare
inherentinaex-timeschedule.Flex-timeisaprivilege,notaright,andifabused,canbetaken
away at the discretion of the supervisor.
Examples of Flex-Time Schedules:
■ Adjusted leave or start time. An employee may be allowed to report later or leave earlier.
■ Adjusted Lunch Period. An employee’s length of their lunch period may be adjusted while
still working a full day.
■ Compressed Workweek.Anemployeemay,forexample,beallowedtoworkfour9-hour
days and one 4-hour day.
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SOCIAL SECURITY
Your payment of Social Security Taxes to the Federal government is matched by the City. The
City(throughitspayrollsoftwareprogram)andtheSocialSecurityofceshouldhaveyourcurrent
nameontheirrecords.Ifyouchangeyourname,notifybothofces.
UNEMPLOYMENT COMPENSATION
YoumaybeeligibleforUnemploymentInsuranceasspeciedbyUnemploymentCompensation
Laws. The entire cost of Unemployment Insurance is paid by the City.
HEALTH AND LIFE COVERAGE
TheCityisself-insuredforhealthbenetsandpurchaseslifeinsurancecoverageforCityemploy-
eesworkingaminimumofthirtyhours.Cityemployees,workingaminimumof30hoursaweek,
mayenrollintheCityofElPasoHealthBenetProgram.Thehealthcoverageisalsoavailablefor
eligibledependents,forwhichtheemployeeandtheCitysharethecostofthisbenet.TheCity
providesbasictermlifecoverage,accidentaldeathanddismembermentcoverageandlifecover-
age for spouse and eligible dependents at no cost to employees. Health and life coverage selected
bytheemployeebecomeeffectivetherstofthemonthafter30daysoffull-timeemployment.
Youmustenrollintheseprogramstoreceivethesebenets.Ifyouwishtomakeanychangesto
yourcoverageafteryourinitialselection,youmustcontacttheInsuranceandBenetsOfce.Uni-
formed Fire and Police employees should refer to their current collective bargaining agreements to
determinetheirbenetcoverageandcost.
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LEAVE TIME
HOLIDAYS
City of El Paso observes twelve (12) holidays each year. Eligibility for holiday pay is dependent
uponemployeestatus,asdescribedearlierunderEMPLOYMENTPOLICIES.Ifoneormoreof
thelegalholidaysfalloneitherSaturdayorSunday,themanagementmaydeclarethepreceding
Friday or the following Monday as an alternate day off. Uniform Police and Fire personnel shall
refer to their respective collective bargaining agreements for holiday information and guidelines.
Holidaysotherthanthoselistedwillnotberecognizedaspaidholidays.Uponpriorapproval,
employees may observe other holidays by charging the time off against appropriate leave balances.
The following are City-observed holidays:
New Year’s Day
MartinLutherKingHoliday
Cesar Chavez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Employee’sBirthday
You will not be charged a day of vacation for any holiday falling within a period of paid vacation.
Straight-time will be paid for all non-worked holidays. Employees qualify for holiday pay only if
they are in a pay status on the work day immediately before and after a holiday. During a holiday
workweek,overtimeisguredafter40hoursofworkedtimefornon-exemptemployees(non-
worked holiday hours do not count as work time).
VACATION
Eligibilityforvacationleaveisdependentuponemployeestatus,asdescribedearlierunderEM-
PLOYMENT POLICIES. The City encourages you to make regular use of vacation time since the
annualvacationbenetisdesignedtoprovideyouwithanopportunitytorestandenjoyadepar-
ture from the normal work routine.
Vacations are scheduled each year at the convenience of the City and the employee. Every effort
will be made by the City to allow you to take vacation according to the schedule that is most
convenient to you. The entire vacation period need not be taken at once. With your immediate
supervisor’sapproval,itmaybeseparatedintomorethanoneperiodtobetakenduringtheyear.
Accrual: Vacation is earned and calculated according to the schedule below.
All regular employees shall accrue vacation credit at the following rates per pay period for each
payperiodcompletedbytheemployeeintheCityService,calculatedfromtheemployee’sdateof
employment:
For 0-5 year of service (96 hours):
40 hour per week employees – 3.70 hours per biweekly pay period
26
For >5 to 15 years of service (136 hours):
40 hour per week employees – 5.24 hours per biweekly pay period
For >15 or more years of service (160 hours):
40 hour per week employees – 6.16 hours per biweekly pay period
The maximum accrual for vacation leave is 400 hours.
Employees who are in an unpaid leave of absence status will not accrue vacation until they return
to work on a regular basis.
The City does not advance vacation time. Vacation time charged by an employee who has in-
sufcientvacationhoursavailablewillbetreatedasleavewithoutpay.UniformPoliceandFire
personnel shall refer to their respective collective bargaining agreements for vacation information.
Limitations: Every effort will be made to grant your requests to take vacation when requested;
however,vacationrequestsaresubjecttotheneedsofthebusiness,whichincludeshavinganad-
equate staff at all times.
Followingterminationofemployment,employeeswhohavecompletedoneyearofCityemploy-
ment will be paid at their current rate for unused earned vacation leave remaining at termination;
however,alloraportionoftheunusedleavemaybeusedpriortopayouttooffsetorrepaytheCity
foranyoutstandingloansoranyotherindebtednessowedbytheemployeetotheCityofElPaso,
as permitted by applicable laws and City policy.
SICK LEAVE
Paid sick leave is accrued and provided to maintain continuity of your income during limited
periodsofnon-job-relatedillness.Pro-ratedaccrualofsickleavemaybeavailabletounclassied
employees working less than 30 hours.
Accrual. All regular and probationary employees who are scheduled to work a minimum of forty
(40)hoursperweekareentitledtoannualsickleave,withfullpay,intheamountof120.0hours
per year or 4.62 hours per pay period.
Regular part-time employees who are scheduled to work a minimum of twenty (20) hours per
week shall accrue sick leave at a pro-rated amount of full-time entitlement based on the number of
hours that they are scheduled to work.
Employees covered by collective bargaining agreements shall accrue sick leave as provided in the
applicable agreement.
Employees may accrue unlimited sick leave.
SickLeaveVerication. No sick leave of three (3) or more consecutive work days will be granted
toanypersonwithoutamedicalcerticateverifyingthattheleaveisnecessaryformedical/health
reasons.Additionally,nosickleavethelastscheduledworkdaybefore,thescheduledworkday
of,ortherstscheduledworkdayafteraCitydesignatedholidaywillbegrantedtoanyperson
withoutacerticate.Suchcerticatemustbefromahealthcareprovider,andverifythattheleave
is necessary for medical reasons.
27
Employees with inadequate sick leave balances coded Absent-Without-Leave (AWO) must pro-
vide a doctor’s note verifying that the leave was necessary for medical reasons.
Department-specicrulesandpoliciesrelatingtosickleavevericationmaybeestablishedthat
aremoreorlessstringent,basedonthenatureofthedepartment’soperationsandneeds.
Limitations:Accruedsickleaveisnotpaidatterminationofemployment,unlessotherwisere-
quiredbyaCollectiveBargainingAgreement.
EMERGENCY LEAVE
Emergency Leave may be granted under the sick leave clause for the following reasons:
(a) A quarantine established by the Health Authority
(b) Deathofmother,father,child,grandchild,brotherorsister,orspouseordesignatedhouse
holdmember,ortheirchild,orparent.Amaximumofve(5)daysofsickleavemaybe
granted for this purpose per event. Employees shall provide written documentation of
the funeral or death.
(c) Deathofotherrelativesorotherpersonwithwhomtheemployeehasasignicantfamilial
relationship. Leave with pay in such cases may be for not more than one (1) day to permit
attendance at the funeral.
(d) Illnessoftheemployee’simmediatefamily.“Immediatefamily”isdenedasthe
spouse,designatedhouseholdmember,children,thegrandparents,orparentsofthe
employee or of the employee’s spouse or designated household member. No more than
two days per pay period may be authorized to permit necessary arrangements for care
unless the employee takes leave under the Family and Medical Leave Act.
MILITARY LEAVE
Military leave for City employees is provided
in accordance with the Uniformed Services
Employment and Reemployment Rights Act
(USERRA) and State military leave laws.
Employees serving in the U.S. Armed Forces
will be allowed paid military leave in accor-
dance with the City’s Military Leave Policy.
FAMILY AND MEDICAL LEAVE
OF ABSENCE
The Family and Medical Leave Act entitles
qualiedemployeestoasmuchas12weeks
of unpaid leave of absence for specic rea-
sons and events. Employees will be granted
leave in accordance with the City’s FMLA
Leave policy.
LEAVE OF ABSENCE
Leave of Absence may be granted in accordance with the City’s Non-FMLA policy and FMLA
Leave of Absence policy.
28
ArequestforaLeaveofAbsenceforregularemployeeswithoneyearormoreofservice,notto
exceedtwelveconsecutive months, togetherwiththe reasonsthereforeand the periodofleave
desired,andafullstatementastothedesireorintentionoftheemployeetoreturntotheCivilSer-
vice,mustbemadeinwritingbytheemployeeontheformsprescribed.Employeesqualifyingfor
FMLA leave must utilize all available FMLA leave before being eligible to receive an additional
leave of absence. The Department Head shall recommend disposition of the request by writing to
the Human Resources Director.
CIVIL LEAVE
The head of any department shall grant an employee leave for any absence necessary for serving
onajury,attendingcourtasawitnesswhensubpoenaedduetocourtcasesinvolvingtheCityof
ElPasoorregisteringforandtakingtestsoftnessforpromotionintheCityserviceduringsched-
uled work time. A department head may grant leave with full pay to an employee for voting in an
election. Civil Leave pay shall be for only the hours actually served.
You must notify your immediate supervisor that you have received a summons or subpoena after
receivingit.Additionally,youmustsubmitacopyofthestatementfromthecourtshowingthe
datesyouservedonjurydutyorasasubpoenaedwitnesstoyourimmediatesupervisorontherst
workday following your return from court service. You are expected to work that portion of your
normal workday not spent in court or performing duties in connection with court service.
29
GENERAL INFORMATION
SAFETY AND INJURIES ON THE JOB
Your safety is extremely important. Your supervisors are responsible for ensuring that you have
safeworkingconditionsandequipment.However,beingsafeinvolvesmorethanjusthavingsafe
working conditions - it involves your participation. You must exercise safety awareness and the
need to be constantly on the alert for unsafe conditions or any situation which may lead to an injury
to you or your fellow employees.
• Safety awareness means you look out for yourself and the people working with you.
You are expected to know and to observe all the safety rules relevant to your job and work
area as reviewed with you by your immediate supervisor.
• Always exercise reasonable care while on the job.
• Becomefamiliarwithanyemergencyinstructionspostedforyourworkunitandwithallof
the exits for the area where you work. Report any unsafe conditions to your immediate
supervisor or the Department Safety Coordinator.
Report all accidents to your immediate supervisor. You must notify your immediate supervisor
ofanyon-the-jobinjuryimmediatelyafteritoccurs,sothatyoumaybeproperlyadvisedonhow
and where to seek treatment. An on-the-job injury must be reported to your supervisor within
forty-eight hours and you must complete an injured employee statement.
•Ifaninjuryorillnessissoseriousthatmedicalattentionmustbesoughtimmediately,then
do so and contact your immediate supervisor as soon as possible after that.
•Intheeventafellowemployeeoravisitorisinjuredorbecomesseriouslyill,donot
attempt tomovetheindividual,call911immediatelyandnotifyasupervisorormanagerof
the situation.
Formoredetailedinformation,consultyourcopyoftheCity’sEmployeeSafetyProceduresMan-
ual located on the City’s website and your immediate supervisor.
Uniformed Police and Fire personnel should refer to their respective collective bargaining agree-
mentsfornoticationofinjurytimelines.
ELECTRONIC DEVICES
Youmaybeissuedacellphoneorotherelectronicdeviceforwork-relatedduties.Ifso,youare
expectedtoprotectitfromloss,damageortheft.Uponseparationofemploymentyoumustreturn
it in good working condition or reimburse the City for the cost of a replacement. Employees must
also repay the City for any excessive or unauthorized use.
You must not use a cell phone while driving. Your safety comes before all other concerns. In
situationswherejobresponsibilitiesincludedrivingandacceptingofbusinesscalls,youmustuse
a hands-free device or pull off the road before conducting business. Under no circumstances are
youallowedtoplaceyourselforothersatrisktofulllbusinessneedswhiledrivinganyvehicle.
Employeeswhoarechargedwithtrafcviolationsorincurotherliabilitiesresultingfromtheiruse
of a cell phone while driving on City business are responsible for liabilities that result from such
actions and may be subject to disciplinary action.
30
TELEPHONE CALLS AND ETIQUETTE
How City employees communicate with customers and each other on the phone and over the pub-
licaddresssystemshouldreectfavorablyontheCity.Towardthatend,thefollowingruleshave
been established:
■ Useamoderaterateofspeechandanatural,friendlytoneofvoice.Useclearenunciationand
articulation.
■ Promptlyanswerincomingcallsandidentifyyourself.Beashelpfulaspossibleandtransfer
the call only when necessary.
■ Expressempathytoiratecallers.Getthedetailsandoffertohelp.
■ Whenansweringacallforanotheremployee,identifyyourselfandbehelpful.Bediscreetin
explaining a coworker’s absence. Take accurate messages and verify the phone number with
the caller.
■ Informthecallerwhenyoumustputthemonholdandreturnaspromptlyaspossible.
■ Courteouslyendallcallsandgentlyreplacethehandset.
Itis,ofcourse,ineveryone’sinterestthatCityphonesarekeptfreeforbusiness,andyourcoopera-
tion in this regard is expected. Personal phone calls are permitted on an incidental basis. Personal
long distance calls may not be charged to the City. The City may monitor any use of its telephone
equipment without notice.
WORKING HOURS
The City renders service 24 hours a day, sevendays
aweek.Asaconsequence,yourdailyhoursofwork
andworkweek will vary,depending onyour job and
the services rendered by the particular department or
division in which you work.
PERSONAL INFORMATION CHANGES
TheCityofElPaso maintains arecordofthename,
homeaddress,andtelephonenumberofeachemploy-
eeandwhoshouldbenotiedincaseofanemergency.
It is important that these records be kept up to date.
Youmustpromptlyreportchangesinyourname,home
address, telephone number, marital status and emer-
gency contact by making the appropriate changes in the City’s self-service software system (Peo-
pleSoft). You may also revise the number of exemptions on your W-4 for income tax purposes in
PeopleSoft.
PERSONAL MAIL
The mail room is intended for business use only. Due to the large volume of mail that is processed
everyday,personalmailshouldnotbedirectedtoyourCityaddress.Further,theCityretainsthe
right to open all in-bound and out-bound mail received by its mail room. Personal privacy should
not be expected for any mail processed internally.
31
VIOLENCE PREVENTION
The City of El Paso seeks to provide a safe work environment free from acts and threats of vio-
lence,andtorespondeffectivelyintheeventthatactsorthreatsofviolenceoccur.Actsofviolence
andthreatsofviolence,includinganyconductinvolvingtheworkplaceorworkrelationshipsthat
causeanindividualtoreasonablyfearforhisorhersafety,thesafetyofhisorherfamily,friends,
associatesorproperty,areprohibited.
AsitrelatestoCityemployees,rearmsorweaponsofanykindareprohibitedonCitypremises
andworkplaceworksites,assetforthintheCity’sViolenceintheWorkplacePolicy.Exceptas
allowedbystateorfederallaw,rearmsandweaponsareprohibitedonCitypremises.
Ifyou suspectanyemployeeorvisitorisinviolationoftheseprohibitions,immediatelyreport
the facts to any supervisor or the Human Resources Department. No retaliation will be tolerated
against any employee who reports a suspected violation.
■ EmployeesarefreetocontactthePoliceDepartmentdirectlybycalling911whenthey
have reason to believe that doing so is essential to prevent actual or imminent unlawful
harmtothemselves,othersorproperty.IfthePoliceDepartmentiscontactedrst,then 
your supervisor should be contacted immediately thereafter.
SOCIAL MEDIA
Thefollowingguidelinesapplytoyourwork-relatedblogs,personalWebsites,postingsonFace-
bookandotherinteractivesites,postingsonvideoorpicturesharingsites,orinthecommentsthat
you make online and in responding to comments from others either publicly or via email. These
guidelines apply only to work-related issues and are not meant to infringe upon your personal in-
teraction in social media or commentary online.
IfyoumaintainaWebsiteorarewritingablogthatwillmentiontheCityand/orourservices,
employees,partnersandcitizens,identifythatyouareanemployeeoftheCityandthattheviews
expressed are yours alone and do not represent the views of the City. You are not authorized to
speakonbehalfoftheCity,ortorepresentthatyoudo.Ourlogoandtrademarksmaynotbeused
without written permission from the City. This is to prevent the appearance that you speak for or
represent the City. If you are maintaining a website or writing a blog that will mention our City
and/orourservices,employees,partnersandcitizens,alertyourmanager.
YoumaynotshareinformationthatiscondentialorproprietaryabouttheCity.Thisincludes
informationabout our services,sales, nances, employees,strategy, andany other information
that has not been publicly released by the City. These are only examples of information that the
Cityconsiderscondentialandproprietary.Ifyouhaveanyquestionorconcernaboutwhether
informationhasbeenormaybereleasedpublicly,speakwithyourmanager,theHumanResources
Director,ortheCityAttorney’sOfcebeforesharingit.YoucannotuseCityequipment,including
computersorotherelectronicdevicesorequipment,orworktime,toconductpersonalblogging
or social networking activities.
TheCityexpectsyoutowriteknowledgeably,accuratelyandprofessionallyaboutourservices,
employees,partnersandcitizens.Despitedisclaimers,yourinteractiononsocialmediacanresult
inthe publicformingharmfulopinions.Avoidanybehaviorthatwillreectnegativelyon the
City’sreputation.Unfoundedorderogatorystatements,misrepresentations,aswellasanycom-
mentary,content,orimagethatisdefamatory,pornographic,proprietary,harassingorlibelouswill
result in disciplinary action up to and including termination of employment.
32
You are personally responsible for your commentary on blogs and social networking sites. You
canbeheldpersonallyliableforcommentarythatisconsidereddefamatory,obscene,proprietary
or libelous by any offended party.
SECURITY
Bringingguests,vendorsandformeremployeestoanyworkareaisprohibitedunlessauthorized
by a supervisor or a manager. Visitors may only be admitted to our facilities through the main
entrances. You are responsible for assuring that anyone you take beyond the reception area has
proper authorization and has signed the register at the front desk.
SECURITY INSPECTIONS
The City reserves the right to conduct searches for
the purpose of monitoring compliance with work and
safetyrules,includingrulesconcerningthesecurity
ofCityandindividualproperty,drugsandalcohol,
and possession of other unauthorized and prohibit-
ed items. To protect our employees and ensure the
safetyandsecurityofourfacility,theCityreserves
the right to ask questions as well as to search em-
ployees,theircars,desks,les,lockersandpersonal
items while on City premises. If a search is request-
ed,theemployeeshouldbeassuredthatitisnotan
accusationoftheftorotherwrongdoing,butmerely
part of an investigation.
An employee will never be forced to submit to a
search.However,refusal tosubmit toa reasonable
search,afterfairwarning,mayresultindisciplinary
action,uptoandincludingtermination.
City-ownedvehicles,desksandlockersmaybeprovidedfortheconvenienceofemployees,but
remain the sole property of the City. Unauthorized storage of City or personal property and over-
night storage of perishable food in employee desks and lockers is not permitted.
In summary:
■ Thispolicyisforthepurposeofmonitoringcompliancewithworkandsafetyrules.
■ Searchofanemployee’spersonand/orpersonalitemswillbeinitiatedbyarequestforan
employee’s consent to conduct a reasonable search.
■ Employeesubmissiontoareasonablesearchprocedureisaconditionofcontinuedemploy-
ment and failure to cooperate in a search or investigation can lead to termination of employ-
ment.
■ IftheCityallowsanemployeetohavealocker,lockeddeskorotherstoragearea,theCity
will eitherfurnishthelockandkeepacopyofthecombinationorkey,orwillallowtheem-
ployeetofurnishapersonallock,buttheemployeemustgivetheCityacopyofthekeyor
combination,uponrequest.
■ Inordertoassurecompliancewiththeserules,andintheinterestofmaintainingasafe,drug-
freeworkplaceforallitsemployees,theCityretainstherighttoopenemployeedesksand
lockers and inspect their contents any time and without notice.
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■ Consistentwithexistingpolicy,theCityacceptsnoresponsibilityfortheftordamagetoper-
sonal property placed in employee desks and lockers.
■ ThispolicyappliestoallCityemployees.
IDENTIFICATION BADGES
Anidenticationbadgewiththeemployee’spictureisissuedtoallemployees.Youridentication
badge should be worn and readily visible at all times while you are on City premises.
Ifyouloseyouridenticationbadge,notifyHuman Resources immediatelytoscheduleanap-
pointment to replace it, employees are responsible for the cost of replacement. Identication
badges remain the property of the City and must be returned to Human Resources upon separation
of employment. Employees may be asked to surrender their badge under certain circumstances.
AUTHORIZED MEAL BREAKS
Generally,eatingmealsatyourworkstationisnotacceptable.Non-exempt(hourly)employees
whobringtheirlunchtoworkororder-inmayeatinanybreakroomorauthorizedarea.Keeping
these areas neat and orderly is a responsibility shared by each of us. Your cooperation in cleaning
up after yourself is expected.
Employees who work outside of City facilities are required to take their scheduled meal break
unless otherwise authorized in advance.
Non-exemptemployeesmaynotworkthroughorwhileontheirmealbreaks,unlessauthorizedin
advance by their supervisor.
PARKING
City parking lots are part of the City premises. All City policies and rules apply to employees and
theirvehicleswhileonorintheselots.YoumustobservetheparkingrulesestablishedbytheCity,
including the parking space restrictions for visitors and the disabled community.
■ UseofCityparkinglotsisatyourownrisk.TheCityassumesnoresponsibilityforany
damagetoortheftof,anyvehicleorpersonalpropertyleftinavehiclewhileonorinitslots.
EMPLOYEE SUGGESTION PROGRAM
The City encourages every employee to share suggestions for improvements. Through the em-
ployeesuggestionprogram,employeesmaysubmitideasandsuggestionstohelptheCityofEl
Pasooperatemoreefciently.Ifyouoryourteamhasanideaabouthowtoimproveworkproce-
dures,improvesafetyorreducewaste,gototheHumanResourceswebsiteandclickontheEm-
ployee Suggestion link. Adopted suggestions will be recognized throughout the year.
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IN CLOSING
Nowthatyouhavereadthisemployeehandbook,wehopewehaveansweredmanyoftheques-
tions you might have had concerning your employment with the City of El Paso. Remember that
wefullysupportopencommunicationattheCity.Ifyouhaveaquestionoraconcern,askyour
immediate supervisor and give him or her the opportunity to respond.
The City and its employees must adhere to all applicable federal and state laws. Every effort has
been taken to make sure the information in this handbook is accurate and in compliance with those
laws.Intheeventaconictexistsordevelops,thelawswillcontrol.
Nothinginthishandbookisintendedtocreate,norisittobeconstruedtoconstitute,acontract
between City of El Paso and any of its employees. The City retains the right to make changes to
thematerialcontainedinthishandbookfromtimetotimetomeetchangingconditions,lawsand
organizationalneeds.Whenthisoccurs,revisionswillbepostedontheCity’sHumanResources
website.
Onthefollowingpageisaformwhichyoumustllouttoacknowledgeyourreceiptofthishand-
book. Please complete the receipt and return it to your immediate supervisor.
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ACKNOWLEDGMENT OF RECEIPT OF THE
EMPLOYEE HANDBOOK
IunderstandthatIamtoread,becomefamiliarandcomplywiththeCityofElPaso’sEmployee
Handbook(“EmployeeHandbook”),whichcontainsasynopsisoftheCity’spolicies,procedures
andguidelinesrelatedtomyemployment.IcanndacopyoftheEmployeeHandbookonthe
City’s Intranet at My.ElPasoTexas.gov under “QuickLinks” or on the City’s Human Resources
webpagelocated atwww.elpasotexas.gov/human-resources. If I havea questionsregarding the
interpretationofthesepolicies,proceduresandguidelines,Iwillcontactmyimmediatesupervisor
ortheHumanResourcesDepartmentforclarication.
I understand that this handbook is not an express or implied contract of employment and that it
doesnotcreateanyrightsinthenatureofanemploymentcontract.Rather,thishandbookisan
overview of policies related to my employment with the City of El Paso.
IalsounderstandthattheCityofElPasoreservestherighttomodify,revoke,suspendortermi-
nateanyoftheproceduresorguidelinesdescribedinthishandbook,atanytime,withreasonable
notice.ByacceptingorcontinuingmyemploymentwiththeCity,Iagreetocomplywithanysuch
changes as the City may implement and no further consent from me shall be necessary.
Employee Signature:
____________________________________
Printed Name:
____________________________________
Date:
____________________________________
Last four of SS#:
____________________________________
SUGGESTIONS
NowthatyouhavereadthisEmployeeHandbook,wewouldlikeyourcommentsandsuggestions
on its content.
Asinformationorpolicieschange,thehandbookwillbeupdated,andyouwillbesentnewpages
toinsert.Atthosetimes,wewillbeabletomakeimprovementsbaseduponyoursuggestions.
Isthereasubjectyouexpectedtoseeincludedthatisnotcovered?Ifso,whatisit?
Isthereasectionthatyouconsideredconfusingorinsufcientlycovered?Ifso,whatsectionisit
and what questions do you have?
Do you have any other suggestions for improving the Employee Handbook?
Please send your ideas to the Managing Director of Internal Services Araceli Guerra
[email protected]